#United States #University of Maryland #College Park #Workplace Support #status loss

Understanding the Role of Co-worker Support in Rebuilding Engagement After Status Loss

Recent research from the University of Maryland, published in Personnel Psychology, challenges the common belief that having a supportive group helps individuals bounce back from setbacks at work. The study, led by Associate Professor Jennifer Carson Marr along with co-authors Edward Lemay and Hyunsun Park, reveals a more complex narrative surrounding co-worker relationships and engagement following instances of status loss.

The Study's Focus

The research specifically examines situations where employees face a loss of status—such as being overlooked for a promotion or making an error during a crucial client presentation that results in losing business. These scenarios can lead to a decline in an individual's perceived respect among colleagues, leaving them grappling with a mix of emotions that can hinder their recovery and engagement in the workplace.

Marr notes, "While we initially anticipated that supportive environments would facilitate recovery, we found that they might actually complicate feelings about workplace relationships after a status loss."

The Paradox of Supportive Groups

Interestingly, the study identified that individuals in supportive workgroups reported feeling a mix of positive and negative emotions towards their colleagues after experiencing a setback. The ambivalence stemming from feeling both supported and disrespected creates a unique psychological burden. This ambivalence can produce anxiety and feelings of hurt that linger, ultimately dampening engagement levels.

Marr indicates that this uncertainty can render individuals reluctant to seek help from their team members, even when those resources are available. The researchers emphasized that this ambivalence could be more detrimental than outright conflictual relationships, where one might simply avoid the other person altogether.

Implications for Managers and Co-workers

Given these findings, it becomes crucial for managers and colleagues to recognize the depth of emotional experiences their team members endure after setbacks. Marr advises, “Do not assume that someone will simply recover after a failure. It's essential to be proactive, to reach out, and to offer assistance in making sense of what happened to avoid detrimental psychological impacts.”

The study also underscores that perceptions surrounding status loss can differ significantly between the individual experiencing the loss and their co-workers. Many colleagues might remain unaware of the ambiguous feelings someone may have due to a lack of perceived respect and admiration.

Prevalence of Status Loss

The research team conducted surveys over a seven-week period with working professionals, who reported multiple instances of status loss throughout their careers. This finding highlights that these setbacks aren’t isolated to underperformers; even high-achievers can experience acute reactions to status loss.

Hence, managers must extend their care to all employees, ensuring that even top performers do not feel diminished in their engagement due to their status loss experiences, as such declines can significantly impact overall team productivity.

Addressing the Challenges of Status Loss

Marr outlines several strategies to navigate these challenges effectively:
1. Acknowledge the Temporary Nature of Setbacks: Understanding that status loss is not a permanent state can enhance motivation to recover.
2. Recognize Status Fluctuations: Efforts to regain respect, whether through job performance or team collaboration, can help mend perceived losses.
3. Be a Proactive Supporter: If a co-worker encounters a setback, offer your support. This might be a significant step for them as they face their emotional uncertainty.
4. Communicate Feelings: Sharing your experiences and feelings with someone you trust can provide clarity and perspective that may ease the burden.
5. Maintain Perspective: A single status loss does not define your colleagues' opinions of you in all contexts, and others may still offer support.
6. Reach Out Beyond the Immediate Team: Connecting with colleagues outside your immediate group can result in objective validation and support, which may foster a sense of being respected in broader circles.

Marr concludes with a reassuring reminder that setbacks are common, and recovery is entirely achievable. “We all stumble at times, and the anxiety surrounding these moments shouldn’t overshadow our capacity for recovery. Understanding that it’s possible to reestablish your presence and reputation can make all the difference in navigating these challenges.”

The Robert H. Smith School of Business at the University of Maryland combines academic rigor with real-world applicability, positioning its graduates as leaders in diverse professional spheres. Recognizing the emotional landscape of workplace engagements can cultivate healthier work environments where individuals can thrive after setbacks.